Organisation Development
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Organisation Development
Developing healthy organisations
Curated by David Hain
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THE F.A. v JOHN TERRY – HOW BUSINESS CAN LEARN FROM F.A. POOR PRACTICE

THE F.A. v JOHN TERRY – HOW BUSINESS CAN LEARN FROM F.A. POOR PRACTICE | Organisation Development | Scoop.it

The dispute between the Football Association (the FA) and John Terry has received lots of media coverage and comment from both the well-informed and the ignorant alike and it is not my intention in...


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The Five Big Surprises of Radical Management - Forbes

The Five Big Surprises of Radical Management - Forbes | Organisation Development | Scoop.it
In writing about radical management, I had five big surprises, including how useful are the principles of radical management as an analytic knife to slice through hype and PR and get to the real drivers of business success.

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Ten Steps to Building Employee Engagement | Switch and Shift

Ten Steps to Building Employee Engagement | Switch and Shift | Organisation Development | Scoop.it
RT @LisaPetrilli: 10 Steps to Building Employee Engagement http://t.co/h0drYgjw | at Switch & Shift Blog by @justcoachit...
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6 in 10 employees don't trust their senior leaders: Survey - Canadian HR Reporter

6 in 10 employees don't trust their senior leaders: Survey - Canadian HR Reporter | Organisation Development | Scoop.it
6 in 10 employees don't trust their senior leaders: SurveyCanadian HR ReporterOnly 39 per cent of Canadians trust what their senior leaders say and less than four in 10 feel that senior leadership is doing a good job of communicating what is happening...
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Build an Exceptional Workplace: 9 Tips

Build an Exceptional Workplace: 9 Tips | Organisation Development | Scoop.it

All workplaces are different, but in exceptional ones, all staffers work together and leadership is in-sync with employees. The culture breeds this. 


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Employee onboarding – The key to success

Employee onboarding – The key to success | Organisation Development | Scoop.it
According to Wikipedia, Onboarding refers to “the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders”.

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The Future of HR: It’s All About Making It a True Decision Science

The Future of HR: It’s All About Making It a True Decision Science | Organisation Development | Scoop.it
“It is important for communities to educate our children for their future, not our past.” In a recent interview, Romain Dallemand, the superintendent of schools in Bibb County, Georgia,  talked about how he came into the job last year with a …...

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Your Employees are Engaged...REALLY? - Forbes

Your Employees are Engaged...REALLY? - Forbes | Organisation Development | Scoop.it

"Recently, I dropped in on an innovative workspace for one of my software technology clients– it's a very cool office space. An open-plan, communal space with worktables in rows, very low partitions between areas, and no private offices."

 

....

 

"Here are my top 5 questions which help construct the WHYS of employee engagement for leaders.

 

1) Why am I here?

2) Why should I trust you leadership?

3) Why should I be loyal to your company?

4) Why don’t you communicate your company values?

5) Why aren’t you clear about the rewards of working in this company?"

 

Read the rest of this article by Meghan Biro. Important questions leaders should consider....


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Your C-Suite Needs a Chief Data Officer

Your C-Suite Needs a Chief Data Officer | Organisation Development | Scoop.it
Making the most of your company's data requires oversight and evangelism at the highest levels.

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When to Fire a Top Performer Who Hurts Your Company Culture

When to Fire a Top Performer Who Hurts Your Company Culture | Organisation Development | Scoop.it
My business partner and I had a tough decision to make. One of the top producers at our boutique partnership development firm was having a detrimental impact on company culture.

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The Trust Maturity Model

The Trust Maturity Model | Organisation Development | Scoop.it

The Trust Maturity Model from www.giveleaderhip.com...

 

What is the level of trust in your team?

 

Chaos? Learning? Optimizing? Or, Innovating?


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Metta Solutions's comment, October 18, 2012 11:48 AM
AlGonzalezinfo thank you for all the follows - love your curated work as well. Still learning how to use all the features
AlGonzalezinfo's comment, October 18, 2012 12:49 PM
@Metta Solutions, you are welcome, I really like your curated work as well. One suggestion would be to link your twitter account to scoop.it, this way you will be mentioned automatically on twitter when we rescoop your posts.
Geoff Roberts's curator insight, January 18, 2014 12:43 PM

Nice descriptive framework, but it needs a 'how to get there' as well...

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Employee Engagement and Corporate Social Responsibility

Employee Engagement and Corporate Social Responsibility | Organisation Development | Scoop.it
We start off with the premise – Human beings are good. Absent any constraints, human beings are inclined toward doing good. It is a fair assumption that have stood the test of time and the institut...
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4 Ways to Keep Employees Motivated and Engaged

4 Ways to Keep Employees Motivated and Engaged | Organisation Development | Scoop.it

Business owners always have high expectations of new employees, and many new employees hit the ground running, only to fizzle out a little further down the track.

 

Often, it is a remarkable drop in motivation that leads to this fizzling out of someone who on the face of it appeared to be a good recruit, and business owners need to identify how to keep new employees motivated, until they become valuable members of the team.

 

This excellent article, likens this fizzling out to many behaviours that occur outside of the wiorkplace, and it suggests four ways to keep new employees motivated and engaged in their roles.


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3 Reasons "Balance" Has Become A Dirty Word At Work

3 Reasons "Balance" Has Become A Dirty Word At Work | Organisation Development | Scoop.it

Recently, a skeptical senior leader asked me to explain the business case for why organizations need to take a more coordinated, strategic approach to work flexibility.

 

When Millennials say they want “balance,” they don’t mean work less. They mean work differently and more flexibly. There’s a big difference. My experience is that most Millennials are willing to work very hard when required; however, they might want to work from home or come into the office earlier or later then traditional hours. The problem is that outdated language limits their ability to describe accurately what they are trying to achieve.


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Great Leadership: Disconnection at the Heart of Corporate Failure

Great Leadership: Disconnection at the Heart of Corporate Failure | Organisation Development | Scoop.it

Have you ever watched TV with the volume down and the radio on in the background? Some may describe that as crazy, some call it multi-tasking whilst others may sadly say ‘oh we have that all the time at work, everyone talking at once, no one listening, saying one thing and doing another’, creating confusion, misalignment and disconnection, and even at times manifesting as corruption and unethical practice.

 

Disconnection is at the heart of many corporate failures and can happen on several levels.


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Employee Engagement and Control Don’t Mix | Switch and Shift

Employee Engagement and Control Don’t Mix | Switch and Shift | Organisation Development | Scoop.it
Employee #Engagement and Control Don't Mix http://t.co/AB7uTq9E via @shawmu...
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How Language Shapes Your Organization

How Language Shapes Your Organization | Organisation Development | Scoop.it
Cultural permission is the tone, attitude and language that emanates from the executive suite. It is a mantra, expressed in oft-used catch phrases and philosophies that move like waves through the organization.

 

Cultural permission is the tone, attitude and language that emanates from the executive suite. It is a mantra, expressed in oft-used catch phrases and philosophies that move like waves through the organization. They get adopted and interpreted as actions to be followed. They become part of everyday lexicon and cultural idioms that people hear coming from the highest levels, and form a platform for what the organization believes and expects of its people. "Get it done!" "We will not be denied." "Take no prisoners!" These are just a few of the things I heard coming up in the business world, and from my perspective, no good came from any of them.


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Thoughts from HR Tech 2012: Upgrading HR's Role in Enterprise 2.0

Thoughts from HR Tech 2012: Upgrading HR's Role in Enterprise 2.0 | Organisation Development | Scoop.it

Upgrading HR's Role in Enterprise 2.0: “Who takes ownership of these tools?


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HR’s Value to the Business: KPMG Study

Rethinking Human Resources in a Changing World is a comprehensive 2012 study of the future of HR, sponsored by KPMG International and conducted by the Economist Intelligence Unit.

 

In the last several years, there has been a preoccupation with cost optimization, cost reduction, sustainable cost management - all things ‘cost’. This has required HR to play its part, largely through making the HR function more efficient, but not necessarily more effective.

With this relentless focus on costs, the problem has been that many HR functions have lost sight of how they can generate value in the wider business. This is a significant issue given that the people agenda in most organizations contains some truly business-critical issues and challenges, such as:

the war for recruitment and retention of “top talent” the engagement of a global workforce operating within a much more fluid environment ensuring the people profile matches the value drivers of the business the smart use of technology to support both the business and its employees drawing predictive insights from complex sources of data to ensure the agility of the organization

To probe more deeply into these challenges, as well as the opportunities for the HR function to change the dynamics of its relationship with the business, KPMG International commissioned the Economist Intelligence Unit to conduct a study of executives across the globe.

 

Rethinking Human Resources in a Changing World has provided us with a fresh view of the path forward for leaders of the HR function. We believe there are some things on the horizon that will really shake up HR and make the people agenda as important to the CEO as the balance sheet and P&L statement.

 

To explore Rethinking Human Resources in a Changing World, read the key findings from the research and hear the perspectives of KPMG Advisory professionals.


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Terence R. Egan's curator insight, January 9, 2014 11:27 PM

 

[KEY POINTS]


 

Rethinking Human Resources in a Changing World provides a fresh view of the path ahead for leaders of the HR function.

 

  • 81 percent of respondents say that talent management strategy will be key to competitive success.

 

  • 55 percent of respondents believe the metrics that define success in HR today will fundamentally change over the next 3 years.

 

  • Powerful technologies, emerging in times of heightened financial constraints, present a rare opportunity for HR to enact long-overdue reinvention.
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Performance Management - Weaving the Golden Thread

Performance Management - Weaving the Golden Thread | Organisation Development | Scoop.it
 I’m really pleased  to introduce a guest post from Julie Gordon.  I have known and worked with Julie for a number of years.  Julie was my tutor and mentor when I was taking my PAC qualification with CIPD.

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Email Is The New Pony Express--And It's Time To Put It Down

Email Is The New Pony Express--And It's Time To Put It Down | Organisation Development | Scoop.it
In early 2011, the CEO of a French IT company issued an usual memorandum. He banned email. Employees were discouraged from sending or receiving internal messages, with the goal of eradicating email within 18 months.

 

Critics scoffed. Workers rebelled. But Thierry Breton, the CEO of Atos, has stuck to his guns, reducing message volume by an estimated 20%. His company, by the way, has 74,000 employees in 48 countries.

 

Email is familiar. It’s comfortable. It’s easy to use. But it might just be the biggest killer of time and productivity in the office today. I’ll admit my vendetta is personal. I run a company,HootSuite, which is focused on disrupting how the world communicates using social media. Yet each day my employees and I send each other thousands of emails, typing out addresses and patiently waiting for replies like we were mailing letters on the Pony Express.

 

As we’ve expanded from 20 to 200 employees over the last two years, the headaches have only grown. Anyone with an inbox knows what I’m talking about. A dozen emails to set up a meeting time. Documents attached and edited and reedited until no one knows which version is current. Urgent messages drowning in forwards and cc's and spam.


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Why Too Much Innovation in HR Could Cost You a Job - Huffington Post (blog)

Why Too Much Innovation in HR Could Cost You a Job - Huffington Post (blog) | Organisation Development | Scoop.it
Why Too Much Innovation in HR Could Cost You a JobHuffington Post (blog)Is this the future of Human Resources?

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On Leadership: How to diagnose a sick organization

On Leadership: How to diagnose a sick organization | Organisation Development | Scoop.it

by TIMOTHY CLARK (Deseret News)

 

Organizations are a lot like people. They have vital signs, like a pulse and blood pressure. And like people, the vital signs are symptoms, or lag indicators, rather than root causes. Diagnosing is the process of identifying symptoms and then tracing them back to underlying problems.

 

How do you diagnose a sick organization? First, start with the vital signs or financial results. If revenues and profits are declining or negative, if cash flow is lumpy or drying up, if the balance sheet is overburdened with debt, you have symptoms of an underlying problem. But of course these are just that — symptoms. You know you’re sick, but you don’t know why.

 

Most organizational afflictions fall into one of three categories: strategy, execution or culture. If you misdiagnose the problem, you won’t find the right cure.

 

Read the full article at: http://www.deseretnews.com/article/865564479/How-to-diagnose-a-sick-organization.html

 


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Culture & Leadership - The unconscious organisation

Culture & Leadership - The unconscious organisation | Organisation Development | Scoop.it
I attended the 14th Annual Human Synergistics Conference last week in Perth on Culture and Leadership. It centred around a new perspective on how to cultivate an edge in a world where exponential change is defining a new order.

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The Age of Agility - Talent Management magazine

The Age of Agility - Talent Management magazine | Organisation Development | Scoop.it
Talent Management magazine, The Business of Talent Management...

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